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Employing a caregiver\u00a0is not just any personnel decision. As a household employer, you are entrusting to your employee what you hold most precious. This is one of the most important decisions you will ever make. So when it comes to hiring\u00a0a nanny or other caregiver, it should not be taken lightly.<\/p>\n
One of the key elements of the hiring process is caregiver reference checks. Speaking to references is a great way to get more information about applicants and to verify the information they\u2019ve provided to you. As a best practice, we\u00a0recommend getting an applicant\u2019s formal written consent to check their references, but if they\u2019ve provided you with a reference list with names and contact methods for this specific purpose, additional authorization is likely not needed.<\/p>\n
When speaking with references, open-ended questions are often the most helpful\u2014if they are willing and able to answer them. Ask whether the\u00a0caregiver\u00a0was good fit for their previous family and what skills or training they demonstrated that made them well-suited for the job. We also recommend asking\u00a0about any times the applicant received any criticism\u00a0and how they responded to feedback.<\/p>\n
If a reference doesn\u2019t seem willing or able to answer open-ended questions, you can ask them to confirm employment information that the candidate has already provided (e.g., dates of employment, reason for leaving). In the process, the reference may open up about the caregiver\u2019s strengths and weaknesses related to their previous family\u00a0or about other job-related details. If they don\u2019t, then\u00a0we\u00a0advise asking whether they\u2019d recommend the applicant to be a caregiver in your home. Even a simple yes or no answer will speak volumes.<\/p>\n